About Ditto

Ditto’s mission is to help people make well-informed insurance decisions - from expert advisory and policy purchases to dedicated claim support. We pioneered the industry’s first “No-Spam” policy, challenging traditional insurance approaches and putting customer trust first. Over the past five years, we’ve helped 700,000+ people make personalized decisions on health and term insurance, earning a 4.9/5 rating from 32,000+ reviews on Google.

Ditto is part of the Finshots family (500K+ subscribers) and is backed by Zerodha, India’s largest stockbroker. We were also recognized as LinkedIn’s Top Startup in India in both 2022 and 2023.

The Context

In 2024, Ditto was a team of 350. By 2025, we were 700. Today, we’re at 1,500, and we’ll be around 2,000 by the start of 2027.

Ditto is a service company. Our people are our product; the quality of advice we give customers is only as valuable as the people giving it. How well we hire, how well we retain good talent, and how well we develop them directly determines how well the company grows. At our scale, getting this wrong isn’t a minor inefficiency; it’s an existential risk.

Growth at this pace breaks things. Hiring processes that worked at 350 don’t hold at 1,500. Informal retention strategies now need structure. Performance systems that were manager-dependent now need to be organisation-wide. This role exists to fix what’s breaking and to build what doesn’t exist yet.

The Role

You’ll work directly with the co-founders on Ditto’s high-priority problems, reporting day-to-day to the HR Lead. Some potential problems you could take ownership of include :

Problem Area 1: Hiring at Speed Without Dropping the Bar

We need to close roles faster while ensuring quality doesn’t slip. This means:

- Redesigning hiring workflows to reduce time-to-close across roles
- Building reliable,



sustainable sourcing channels that don’t depend on a single pipeline
- Identifying bottlenecks in the current process and implementing fixes that hold at scale

Problem Area 2: Longer time-to-hire niche roles

Difficulty finding candidates with the right combination of skills, experience, and cultural fit.

This problem occurs when specialised roles remain open for long periods, despite active sourcing.

How This Role Evolves

The first six months will be about understanding how our current systems operate, identifying what needs to change, and designing better ones, but not just on paper. We expect you to start executing early. You’ll work closely with the co-founders and HR team to get the foundations right, but you’ll also be measured on what you ship, not just what you propose.

After six months, based on how things shape up, this role could go one of two ways: you take ownership of the entire function you’ve worked with, or you move to the next problem.

What We’re Looking For

- 5+ years of HR experience in Talent Acquisition, preferably with significant experience building scalable Talent Acquisition processes, systems, and governance without creating excessive process overhead.
- Experience in a startup that went through a significant scaling phase, or at an established company with a large, complex team - you’ve seen what happens when organisations grow fast
- Deep understanding of Talent Acquisition systems and processes, not just the theory, but how hiring actually works on the ground, from sourcing and screening to selection, offers, joining,



and scaling talent pipelines.
- Can move between strategy and hands-on execution, from presenting a workforce plan to the Founder to personally solving a critical hiring bottleneck.
- Strong analytical ability with comfort working with people data and dashboards
- Clear, structured communicator who can influence both leadership and cross-functional teams
- High ownership mindset: you operate independently and drive outcomes without waiting for direction
- Ability to build relationships, earn trust quickly, and navigate ambiguity with confidence

A note on what this role is not: We’re not looking for someone who advises from the sidelines. This role requires you to get your hands dirty, to design systems, yes, but also to execute projects on your own when needed. If you’re looking for a pure advisory or consulting role, this isn’t the right fit.

Why Join Ditto

- Work on high-priority problems with direct business impact, not maintenance work
- A front-row seat to how a fast-growing startup scales its people function
- Direct access to co-founders and the opportunity to shape how the organisation operates

Perks

- Comprehensive health and term insurance
- ESOPs
- Compensation as per industry standards

Our Interview Process

We respect your time. There are 4 rounds, and we aim to complete all of them within 2 weeks.

- Introductory call with an HOD

- Task submission

- Task presentation + Managerial round

- Founders round

This is an in-office role. Our address is: Fortuna-1, No. 680, 15th Cross, J.P. Nagar 2nd Phase, J P Nagar, Bangalore, Bangalore South – 560078, Karnataka, India.

Please note: Beware of recruitment scams. Ditto does not charge any fees for the hiring process. We’ve seen fraudulent hiring messages impersonating Ditto. Please verify any communication through our official channels.

📌 Founder's office (Senior Manager) - HR (India)
🏢 Ditto Insurance
📍 India